Have you ever interviewed a candidate for a role that has all of the relevant experience you’re looking for, only to hire them and find that they don’t stay long term as something just wasn’t quite right?

Sometimes it’s more than just experience that you need – you need to both ‘click’.

In today’s climate, keeping talent is just as important as attracting it and that starts from the very first interview!

Do’s

Share your company vision but remember to include how they will fit into this. Every company is only as strong as the individuals and teams that drive it forward, so make sure they share your goals and visions for the future.

Make candidates aware of what you can offer them in return for their hard work. A recent study by Gallup asked 13085 employees what was most important to them when deciding whether to accept a job offered by a new employer. The study revealed that pay and wellbeing-related issues have both risen significantly in recent years. If you offer not only a competitive salary, but also employee benefits such as; employee assistance programmes, subsidised gym memberships, private healthcare, then shout about it! It will make you far more desirable to the candidate overall.

Show candidates around and let them see the work environment. A candidate seeing the surroundings and actual work area they will be working in daily ensures that they feel comfortable and that there are no surprises down the line when they start work.

Incorporate a practical part to the interview. Can a potential employee show you what they can do instead of telling you? Be open to this, if its fits with your business. Not everyone thrives in a
question-and-answer situation but they could just be the perfect person for the job.

Don’ts

Promise what you know the role won’t deliver. Some roles require study, ongoing training and have development opportunities and others simply don’t. There are candidates out there suitable for both types of position so be honest with the day-to-day duties of your role to make sure you match with the right person.

Always meet in a formal setting. Interviews can be nerve wracking to even the most confident, well-prepared candidates. Whilst you need to ask questions to find out the suitability of the candidate, bear in mind they may not find the formal, pressurised scenario easy to deal with. Think outside the box a little. Do you have a canteen or break out area where you could perhaps chat over a coffee on comfortable chairs, instead of either side of a desk?

Focus only on qualifications or experience. Whilst these are both extremely important in ensuring you find the right person, and in some sectors more than others they are vital. It is key to remember that there are others factors to consider when deciding if an employee would be a good fit for your company. Do they have passion, a desire to learn and progress? Have they got personal goals? All of these things drive behaviours and attitudes at work and could make them the perfect fit for you.

Leave them waiting too long for feedback. Always take the time to consider the people you have seen and make sure they are suitable for you. Good candidates won’t stay around for too long though, so communicate your feedback as soon as possible either way.

Workshop Recruitment have a team of specialist consultants with well over 100 years of combined experience in the sectors we recruit for. With this in mind, you can be confident that we know how to find what you are looking for. We will have already vetted and interviewed the candidates to ensure everyone you see has the relevant skills and experience you require. Leaving it to you to focus on company fit, personality, and whether you ‘click’.